Discussion Question 5.2

Discussion Question 5.2

Oftentimes, employees come to a point when they are ready to advance their position or further develop their skills. How can the organization’s leadership support individuals seeking to relocate laterally or advance their careers by moving into a position of higher authority within their organization? Provide an example.

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Career advancement or the development of new skills is necessary and part of the organizational processes. Career or skill development leads to improved efficiency, creativity, and value among employees (Teece, 2018). Leading employers understand the importance of employees’ professional growth. Besides, employees are constantly looking for companies and management systems that can help them enhance their knowledge and skills and improve their careers. Organizational leadership should not trivialize the essence employee’s career advancement (Teece, 2018). Instead, they need to provide the necessary support to ensure everyone succeeds. Career advancement is beneficial to an individual and the organization as a whole. Failure of the leadership or the management to support employees’ career advancement may interfere with productivity and morale; in other words, talented workers are likely to feel undervalued.

An organization’s leadership can support individuals or employees seeking to relocate laterally or advance their careers through the provision of necessary resources. For instance, they can provide training based on the skillset. The training programs can be set based on organizational policies and human resource guidelines (Maurer & London, 2018). Leadership can also enhance career development paths to allow employees to understand their strengths and possible opportunities that may help them advance their skills and competency in performing different roles.

Career development paths allow employees to continuously enhance their knowledge and skills that can lead to the mastery of the job’s requirements. An organization’s leadership can help employees to realize their career development paths through assessments and exploration of different approaches to work (Maurer & London, 2018). Career development paths often provide employees with different approaches to enhance their knowledge and skills and contribute to the advancement in organizational success. Supporting skill development can lead to career satisfaction, productivity, motivation, as well as responsiveness in meeting organizational and departmental set goals.

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Maurer, T. J., & London, M. (2018). From individual contributor to leader: A role identity shift framework for leader development within innovative organizations. Journal of Management44(4), 1426-1452. https://doi.org/10.1177/0149206315614372

Teece, D. J. (2018). Business models and dynamic capabilities. Long-range planning51(1), 40-49. https://doi.org/10.1016/j.lrp.2017.06.007